PAEI is a psychological test method to see the group’s qualities and driving forces, developed by the American Dr. Ischak Adizes in the 70s.
P – The Producer – We shall reach the goal fast
A – The Administrator – We shall reach the goal in the right way
E – The Entrepreneur – We shall reach the goal in a new way
I – The Integrator – We shall reach the goal with everyone on board
The philosophy is based on the premise that all people are a combination of four personality types, where each person has a little or a lot of all parts in them. Therefore, no person’s result is the same as anyone else’s. The driving forces and strengths that a person has can be used in their work and the group can benefit from in a workplace. PAEI can be used to clarify, improve and benefit from new insights in one’s personal development. What a person has an aptitude for and values higher makes that person faster and easier than their colleagues, who do not have the same aptitude.
Any single person is not good at everything, but here the composition of the group is important. The strengths and driving forces that are more discernible and make the team successful vary depending on the industry in which the group operates. In a group, it is important that all personality types are represented, it provides a better foundation for success and better cooperation. At the same time, it is important that everyone in the team understands that all people are different and have different strengths and weaknesses.
In a leadership position, the person’s strengths, values and driving forces also affect how the person leads and interacts with other people. PAEI can also be used to develop in leadership.
The results of the PAEI test can change over time, as what a person chooses to answer is partly based on experience. The test should be answered with the first impression, you shouldn’t think too much.
A personality test based on PAEI can be used as a complement to knowledge tests in a recruitment.
If an analysis is made of the current group’s strengths and weaknesses before the recruitment process, recruitment can be better targeted based on the group’s current weak areas and the personality profile and area of knowledge that is sought in a new group member. PAEI should not be the governing factor in recruitment, but should be seen as a bonus or plus on the edge, if a candidate has a personality profile that both fits into the group and that strengthens the group’s overall strengths.
Rebecca Riverleaf 